I recently had the privilege of moderating a Hacking HR panel discussion on “The Strategic HR Blueprint: Aligning People Practices with Business Objectives.”

Joined by seasoned HR leaders, the conversation provided invaluable perspectives on the evolving role of HR in driving organizational success.

One key theme that emerged was the need to redefine the strategic HR function. Gone are the days of a reactive, siloed HR approach.

Today’s HR leaders must create a “loosely knit plan” that keeps everyone aligned, allows for change, and brings people along. As Renuka shared, “It’s not just about people, it’s about people capability.” Burgette White emphasized the criticality of this shift, noting “more and more HR is truly that strategic partner to the business.” To earn a seat at the table, HR must intimately understand the business strategy and demonstrate how people initiatives directly enable success. As Kim Lee advised, “be curious” – ask questions, uncover needs, and propose solutions.

Data and analytics also emerged as a powerful tool. As Olivia Taylor shared, tracking metrics like quality of hire, retention, and customer satisfaction can help HR drive real business impact. But the key is translating these insights into a compelling narrative that resonates with leadership.

Of course, aligning HR with business strategy is not without its challenges. Panelists cited issues like misaligned communication, resistance from leaders, and maintaining community in remote/hybrid environments. The solution? Slow down, think through the process, and meet leaders where they are, as Bridget described.

As we look to the future, emerging trends like AI, health, inclusion, and resilience will shape the HR landscape. Kim Lee encouraged HR to “embrace” these innovations, using them to enhance capabilities and drive positive business outcomes.

In closing, the overarching message was clear – HR professionals must evolve beyond traditional roles to become strategic partners, trusted advisors, and catalysts for organizational transformation. By staying curious, leveraging data, and aligning with the business, we can unlock HR’s true potential.

3 Key Takeaways for HR Professionals:

1. Redefine HR as a strategic function focused on people capability, not just people.
2. Leverage data and analytics to tell a compelling story that resonates with leadership.
3. Embrace emerging trends like AI to enhance HR’s impact and stay ahead of the curve.

Full overview of the Panel

The conversation centered around the importance of aligning HR practices with business objectives to drive success. Speakers emphasized the need for HR to be a strategic partner, rather than an afterthought, and highlighted the role of AI in automating administrative tasks. They also addressed challenges in maintaining alignment and connection in remote and hybrid workforces, and shared strategies for fostering cross-team collaboration and building community. Overall, the conversation emphasized the criticality of HR in driving business success and maintaining a cohesive workforce.

Action Items

• Embrace emerging technologies like AI to enhance capabilities and get ahead of policy needs.
• Continuously reevaluate talent acquisition strategies and skills forecasts to adapt to changing business directions and trends.
• Simplify instructions for remote tools and encourage a “spirit of discovery” when implementing new processes.

Here is an outline of the full panel discussion:

Aligning HR practices with business objectives.

• Panelists discuss strategic HR blueprints and their role in driving organizational success.
• Kim Lee highlights the shift in HR from operational to strategic partner, driving business success.
• Kim Lee highlights the importance of HR during COVID-19, focusing on engagement and wellness.
• Renuka emphasized the shift in the workforce dynamics and the need for businesses to become employers of choice.

Reimagining HR for relevance and adaptability in a rapidly changing environment.

• Alethea emphasized the importance of reimagining HR structures, processes, and engagement to stay relevant in a rapidly changing environment.
• Alethea defines strategy as a simple plan that keeps everyone in the organization aligned and bought into the vision.

HR’s role in driving business growth through strategic initiatives and metrics alignment.

• Renuka emphasised the importance of aligning HR initiatives with the business strategy to drive value.
• Rod Hutchings agrees, highlighting the need for HR professionals to be integrated in the business strategy and value proposition.
• Kim Lee emphasizes aligning performance management with business objectives.

Using data to drive HR decisions, improve employee engagement, and align with business objectives.

• Speakers discuss importance of inclusive workforce, data analytics, and monitoring to align HR practices with business outcomes.
• Organization identifies and addresses customer challenge through training to improve NPS scores.
• Renuka highlights the importance of employee engagement and culture in achieving business objectives, emphasizing the role of HR in co-creating and stewarding culture.
• Renuka stresses the need for leaders to partner with HR in driving and setting the tone for culture, with everyone in the organization playing a role in creating the desired culture.

Maintaining alignment in remote/hybrid workforces.

• Kim Lee suggests using “group dynamics” instead of “culture” to address workplace dynamics in a dispersed workforce.
• Kim Lee emphasizes the importance of communication and collaboration in remote teams, citing one-on-ones and team meetings as critical.
• Rod Hutchings agrees, adding that cross-team collaboration is more challenging in remote or dispersed organizations, and innovative solutions are needed to foster connections.

Hybrid work environments, HR’s role in clarity and communication.

• HR can help managers clarify goals and align messaging for hybrid teams.
• Rod Hutchings suggests managing over perception by trusting team members instead of worrying about tool usage.

Aligning HR with business strategy, challenges in organization design, and importance of community building.

• Renuka highlights the importance of maintaining community in virtual work settings.
• Renuka shared challenges in aligning HR with business strategy, including slowing down business leaders to think through processes.
• Renuka overcame this by meeting leaders where they were, slowing down, and going through a thinking process to reach an outcome.

Aligning recruitment with long-term business strategies.

• Organizations face challenges due to misaligned communication circles, which can lead to pestering wounds and pain within the organization.
• Kim Lee shares an example of a strategic conversation where leaders were hesitant to adopt a new performance management system.
• Recruitment team must prioritize short-term needs while aligning with long-term business strategies.

Future workforce planning, talent acquisition, and succession planning.

• Organizations should continuously evaluate and reevaluate their skills and trends to stay ahead in the future.
• Burgette emphasized the importance of upskilling internal employees to meet future talent needs.
• Alethea suggested hiring for cultural contributors rather than cultural fits to prepare for future talent needs.
• HR leaders address misconceptions about their role in business strategy by providing data-driven insights and promoting career growth.

Misconceptions about HR value and how to shift the balance towards strategic partnership.

• HR misconceptions stem from limited exposure to strategic HR, which leaders must learn.
• Encouraging authenticity and courageous leadership in HR teams to contribute to business conversations and drive objectives.

HR’s role in aligning with business objectives, including AI, health, inclusion, resilience, and trust-building.

• Alethea challenges the misconception that HR is only about people, emphasizing that it’s also about capability and business capability.
• Alethea suggests that training firms should avoid portraying HR in a negative light and instead provide examples that highlight the importance of HR in people development.
• Kim Lee suggests embracing AI to enhance HR capabilities and bring positive impact to business goals.
• Renuka advises HR professionals to prioritize understanding AI tools and internal policies to support business objectives.
• Kim Lee emphasizes curiosity and open conversations to foster strategic alignment.
• Burgette stresses the importance of continuous learning and adaptability.

LinkedIn Post:

https://www.linkedin.com/pulse/aligning-hr-business-strategy-lessons-from-industry-rod-moqof/?trackingId=%2FAmwesfqTiuGHtpcp%2BSZsg%3D%3D